oikko (unity) - united for translating rights into action now! · final narrative report for year...

OIKKO ("unity") - United for Translating Rights into Action NOW!

Grant Contract No: EIDHR/2014/354-100

Annual Narrative Report Reporting period: 1 April 2016- 28 February 2017

European Instrument for Democracy and Human Rights (EIDHR) Country-based Support Schemes (CBSS), Bangladesh

Reference: EuropeanAid/135-045/L/ACT/EIDHR

This project is funded by

The European Union and the Austrian

Development Agency

A project implementing by CARE

Final Narrative Report for year 2: CONTACT: EIDHR/2014/354/100 2

Interim Narrative Report

Table of content List of acronyms used in the report ABC - Area Based Committee BLAST - Bangladesh Legal Aid and Services Trust CM - Community Mobilisation CSG - Community Support Group CWA - Community Workers Association DC-Deputy Commissioner EC - European Commission EU-European Union EKATA- Empowerment, Knowledge and Transformative Actions ER - Expected Result GCC - Gazipur City Corporation H.S.C - Higher Secondary Certificate M&E - Monitoring and Evaluation MoU- Memorandum of Understanding PF - Peer Facilitators PLA - Participatory Learning Assessment RFA - Request for Application RMG - Ready Made Garments S.S.C. - Secondary Education Certificate SEEMA - Solidarity and Empowerment through Education Motivation and Awareness TL - Team Leader TO - Technical Officer ToR- Terms of Reference ToT - Training of Trainers TU - Trade Union


1. Description

1.1. Name of Coordinator of the grant contact: CARE

1.2. Name and title of the Contact person: Julia Weber, Programme Officer, CARE Austria

1.3. Name of Beneficiary(ies) and affiliated entity(ies) in the Action: Agrajattra, Sheva Nari O

Shishu Kallyan Kendra (SHEVA), Karmojibi Nari (KN)

1.4. Title of the Action: OIKKO ("unity") - United for translating rights into action NOW!

1.5. Contact number: EIDHR/2014/354-100 1.6. Start date and end date of the reporting period: 01/04/2016 – 28/02/2017

1.7. Target country(ies) or region(s) : Bangladesh

1.8. Final beneficiaries &/or target groups:

Target Group

3.000 female workers at the grassroots

450 female trade union leaders.

150 male trade union leaders Final Beneficiaries:

10.500 co-workers and community members reached by EKATA Groups

22,500 workers reached by organisers (Trade Unions/Federations)

Potentially all 4.5 million workers in the garments sector

600 labour rights activists within unions/federations/NGOs research organisations, labour and human rights NGOs, legal aid organisations, media

1.9. Country(ies) in which the activities take place: Bangladesh and to a limited extent in Austria

and Belgium


2. Assessment of implementation of Action activities

2.1 Executive summary of the Action The “OIKKO ("Unity") - United for translating rights into action NOW” project is contributing to the realization of fundamental rights of workers in the Bangladesh ready-made-garment (RMG) industry. The project is funded by the European Union and the Austrian Development Cooperation (ADA) and is implemented in Dhaka, Gazipur and Chittagong. CARE in partnership with the organizations Sheva Nari O Shishu Kallyan Kendra (SHEVA), Agrajattra and Karmojibi Nari (KN) empowers female factory workers and strengthens labour right actors on different levels to join forces. The activities of the project aim to address the limited influence civil society has had to date on legal compliance, respect for workers’ rights and workplace conditions in the RMG sector. In the second year of implementation most of the planned field work has been completed (ER1 and ER2). The advocacy component envisaged under Expected Result 3 has been initiated during this reporting period. The project has completed the EKATA process in Gazipur and Chittagong with 1500 members and 50 EKATA Groups. The EKATA support groups are developed via a process of solidarity building and empowerment among RMG workers. The groups are led to identify challenges and solve problems collectively both at work place and at community level. After completing the EKATA process the project has formed 6 Community Workers Associations (CWAs) by merging EKATA groups. 4 already established CWAs in Dhaka were added also to the project with 1710 members. Thus, now in total 10 CWAs are functioning and the project is working on their sustainability by linking them with different service providers and trade unions/federations. We selected potential and high potential leaders from the CWAs who continue the engagement with EKATA group members and who are developing their leadership skills. In the past reporting period the project worked closely with 40 trade unions/federations, it has formed a training pool of 30 members and reached 360 associated outreach workers. Outreach workers were sensitized and developed leadership skills to enhance and increase female workers' participation in the trade unions/federations. In addition, to include the female leaders in the decision making processes, the project has sensitized male leaders on gender equality/mainstreaming, communication and presentation skills. After this process the CWA members are increasingly showing interest in becoming members of TUs/Federations. To date a total of 365 female and 100 male leaders from the TUs/federations on different levels were included into OIKKO´s capacity building and awareness raising actions. As part of the advocacy component of the action, the project has initiated several important steps. We formed a civil society platform (CSO Platform) following key informant interview sessions (KII) and we identified potential members. Preparatory work for conducting a “Living wage study”, a “Public policy watch report” and a “Compensation Calculation Toolkit” has been completed in this period. Also the development of a video documentary for the planned advocacy event in Brussels has been done. It is relevant to mention that some challenges were hindering a smooth progress in some areas. External factors, such as the unrests in December 2016 in the RMG sector played a role. The formation of the CSO platform got delayed as a result, which is a base for further activities, such as the “Living wage study” and the “Watch report” that aims to gather evidence on the impact of policies in the field. The ER3 advocacy component is crucial, thus a comprehensive and careful preparation is needed. The project team makes all efforts to complete the tasks on time in the following period.

Indicators of the Specific Objective:

SO Indicator 1: 40 trade unions and federations are better fulfilling their role in representing

workers and collective bargaining (as defined by workers, e.g. membership, services,

accountability).

The project has been working with 40 trade unions and/or federations to enhance their role in representing workers in claiming their rights and in collective bargaining. The OIKKO project partner Karmojibi Nari (KN) selected presidents or vice-presidents from 30 unions/federation out of the 40 to be part of the outreach training pool. These training pool members have received ToT (training of trainers) on outreach work and then awareness raising meetings with members of their respective unions/federations were organized. The members from the whole group of the selected 40 unions/federations participated in regular meetings and capacity building activities arranged by OIKKO. 360 trained outreach workers (318 female, 42 male) have started to use their new knowledge and skill to motivate the general RMG workers to join trade unions/federations. Unions/federations have been encouraged to work also with the Community Workers Associations (CWAs) to support their members


and to enroll them in the structures of the federations. This aims to increase the representation of the female RMG workers in the trade unions/federations. The trade unions/federations were also led to identify barriers that female RMG workers are facing and developed action plans to counter the prevailing difficulties.

SO Indicator 2: % change of female right activists holding union leadership positions and

decision making power (target: steady increase over time).

The project has trained female trade union leaders to develop their leadership skills and thus to

contribute stronger to decision making in their respective institutions. 26 female trade union leaders

received training on gender equality/mainstreaming, communication and presentations skills. 49 male

leaders have been sensitized on gender equality and were led to enhance an enabling environment for

female leaders in their organizations. Also 318 female outreach workers (out of the 360) have been

sensitized through the 30 members of the training pool. They will be stronger included into the decision

making processes and will be encouraged to aspire to higher leadership positions in the trade

unions/federations on the local and national level. These outreach workers maintain relationships with

RMG workers and CWA leaders. 7 CWA leaders have been working for federations to motivate general

workers. The project expects that they will get leadership roles in the federations soon. With regards to

the general enrolment in TUs/federations, it reached around 10% of the CWA members in Gazipur and

15% in Dhaka. In Chittagong the process is ongoing, thus similar results are expected soon. Compared

to the baseline this is a significant increase as formerly only 3,1% of our target group was unionized..

SO Indicator 3: 5 joint civil society initiatives have held government and factory owners

accountable.

The CSO platform formed in the framework of the OIKKO project in this reporting period is designed to

play a leading role to motivate civil society members and labour actors to take joint initiatives. The

members of the platform will enforce accountability of the Government and of factory owners. In order to

select the potential members of the CSO Platform key informant interviews (KIIs) were conducted with

15 influential stakeholders from different backgrounds (NGO members, electronic and print media

representatives, researchers, trade union/federation leaders, legal experts as well as Ministry

Representatives). The first formal meeting of the Platform is envisaged for April 2017. This CSO

platform will be supported by the project with five concrete initiatives: 1) the “Living wage study”, 2-3)

two Watch reports, 4) the project evaluation report and 5) by organizing a national level

seminar/convention.

2.2. Results and Activities

Results: ER 1: 3.000 female garment workers have developed leadership skills and networks to collectively claim their rights (through EKATA solidarity centres).

Indicator ER 1.1:# of cases in which EKATA (community based garment workers’ solidarity groups) members collectively resolved an issue (with or without the help of their support groups). Target value: at least 1 case per EKATA group.

In the framework of this action a total of 3210 female garment workers are targeted. 1500 have been involved directly via EKATA groups in Chittagong and Gazipur and 1710 are those that were formerly participating in CARE´s SEEMA project in Dhaka and who are now targeted via the Community Workers Associations (CWAs) in the framework of OIKKO. The EKATA solidarity groups were able to solve 18 cases of concern to date, which benefited a total of 37 EKATA groups. Some of the cases were a result of a coordinated approach of several EKATA groups. We would like to name two interesting examples:


1. In Chittagong one of the EKATA´s has identified a mobile financial service provider that required a bigger pool of clients to launch services in the targeted localities. Based on the initiative of this particular EKATA group further 12 groups were contacted, and financial/saving services were introduced to our members. As the opening hours do not enable to the EKATA members to visit regular banks, this mobile service is a suitable solution and enhances saving in the targeted communities.

2. In Gazipur around 9 EKATA groups coordinated and collectively approached health

service providers to request flexibility of opening hours. This enables our members that they visit these services after work and on work free days.

Thus the 18 cases documented brought positive changes in 37 EKATA groups in Gazipur and Chittagong. The cases were related to collective bargaining for labor rights, solidarity building, linkages with service providers and use of leadership skills. The cases also highlighted EKATA/CWA members´ initiatives. Two of the initiatives identified by OIKKO received a price in the "National conference in Women's Economic Empowerment" award that was organized by CARE Bangladesh with further national and international stakeholders.

Indicator ER 1.2: % change of rights-related information sharing with co-workers, family or community members, factory management, unions or service providers led by an EKATA member, group, or network. Target value: Increase over project duration.

The project has developed a training module (called the EKATA module) on rights-related information for the EKATA members and a capacity building module for CWA members. The design of the sessions is based on CARE's existing training standards and lessons learnt acquired in the past in the RMG sector. The trainings have delivered information on human rights, women rights and empowerment, labour law, domestic violence act, anti-harassment rules, dowry, child marriage and related issues. In order to support the related advocacy work, the module also develops communication skills, problem solving ability and leadership of our target group. To put all this in practice, the solidarity group members are encouraged to disseminate the information to their respective communities, co-workers and family members. As of March 2016, 3210 EKATA/CWA members (1500 in Chittagong and Gazipur and 1710 in Dhaka) participated in the sessions arranged in the EKATA and CWA centres. The solidarity group members have started raising their voice to claim rights related to the factory management. Further details on this indicator will be added in the final evaluation.

Indicator ER 1.3: % of emerging EKATA leaders engaging with, joining in or setting up a trade union or federation. Target value: 75%

A total of 684 leaders have been identified from the EKATAs of Gazipur (320) and Chittagong (364). From these 684 potential leaders, the project has selected 422 high potential leaders. In Dhaka in the framework of the SEEMA project 70 leaders have been identified, who serve now as CWA representatives. All of these beneficiaries have been motivated to join trade unions/federations. As a result in the last reporting period 53 leaders in Gazipur joined TUs/federations. In Dhaka 258 CWA general workers and 40 CWA leaders became members of the TUs/federations. 7 EKATA/CWA leaders have been working to motivate RMG workers to become part of the trade unions. In Chittagong the process is now in progress and similar results are expected soon. Further details on this indicator will be added in the final evaluation.

ER 2: 600 labour rights activists (from trade unions, NGOs, CBOs) have increased capacity to exert a leadership role in outreach and within unions

Indicator ER 2.1: Women workers reached by outreach activities have changed their perception of trade unions. Target: 75% interested to unionize.

30 selected members (21 female and 9 male) from the partner trade unions/federations were incorporated into our training pool and received a training of trainers (ToT) on outreach work. Afterwards they arranged sensitization meetings in their respective unions/federation. As a result 360 outreach workers (318 female and 42 male) went through 21 awareness raising sessions and have started to use their new knowledge and skills. They aim is to motivate the general RMG workers to change their perception towards unions/federations and to join. 26


additional female federation members received an advanced leadership training. Also 49 male leaders received training on gender quality. Thus a total of 100 male and 365 female trade union/federations leaders developed capacities that serve their skills and that are able to motivate other current and potential members. The federations on their part have been supporting CWA members to motivate their fellow co-workers for being interested to join in unions/federation.

Indicator ER 2.2:% of the trained female labour rights activists and outreach activists seeking a leadership role. Target: 75%

As mentioned above a total of 3210 female RMG workers - who are also CWA affiliates - are involved directly in the project and participated in our training sessions (540 in Gazipur, 960 in Chittagong and 1710 in Dhaka). 422 high potential leaders in Gazipur and Chittagong have been motivated to join the federations. As a result in this reporting period 53 leaders in Gazipur have been engaged. The process in Chittagong is ongoing. In Dhaka, 258 CWA members got a membership and leadership roles. These 318 female trade union/federation leaders, who work as outreach workers and trainers of trainers are preparing themselves to obtain better skills and promotion in their respective unions/federations. In course of our activities we observed that more than 50% of the targeted female labor activist are seeking now leadership roles in their unions/federations (out of the targeted 75%).

Indicator ER 2.3:# of times the compensation calculation tool is used to support compensation claim of a garment worker. Target: At least once by half of OIKKO participating trade unions.

To recruitment of a consultant is in progress to develop this toolkit. Experts experienced in compensation calculation, labour rights and with unions/federations will be consulted on this matter. The tool will be developed by June’17.

ER 3: Key civil society stakeholders have developed joint positions and lobbied to promote labour rights and gender equality.

Indicator ER 3.1: Recommendations from joint research on ‘living wage’ are recognized and considered by Ready-made-garment (RMG) stakeholders. Target value: At least 1 lobbying event.

The “Study on minimum wage implementation versus living wage” will be conducted after receiving inputs from the CSO platform members by May-June’17. Afterwards the platform will organize a lobbying event in Aug-Sep 2017. This activity is slightly delayed, as it took time to find the suitable actors, considering the political sensitivity and the environment prevailing in the sector and in the country.

Indicator ER 3.2: Public disclosure of the status of implementation of priority labour law issues. Target value: Annual watch report with 10 priority issues

This activity is also linked to the establishment of the CSO Platform, which requires a later implementation. The consultant recruitment is in progress. And the envisaged “Public watch reports” will identify the priority issues expressed by the RMG workers in relation with the status of the implementation of the labour act. It will also reflect the workers expectations and the matters addressed and ignored by laws/policy. A list of ten priority issues will be drafted based on information gained from women workers.

Indicator ER 3.2: # of meeting and lobbying events organized with a number of stakeholders to address labour rights issues. Target value: at least 1 per year (in year 2 and 3)

Given the above progress and as per the revised activity plan, the project target will be achieved in year 3. The slight delay is given, as this activity is linked to several others still in progress. The events will be organized once sufficient evidence is at hand for conducting and effective advocacy mission.


Description of the Activities done under the respective results: Activity 0.1. Project Registration, Recruitment and Partnership agreement All registration and recruiting procedures as well as partnership agreements were signed between CARE and its partners in due time in the first reporting period. The recruitment process with our third partner (the partner specialized in advocacy, Karmojibi Nari) was concluded in the 2

nd reporting period.

Karmojibi Nari recruited the staff for the project and they joined the implementation on 1st of March 2016. Activity 0.2. Inception workshop, preparation of detailed implementation plan Completed in the 1

st reporting period.

Activity 0.3. M&E System set up, Baseline Research, Capacity Assessment The project has completed the Baseline Research (please refer to Annex 1) and accordingly developed the M&E Framework (Annex 2) for the project in April-May 2016. Both a qualitative research and a survey were applied in the baseline assessment. This analysis provided the team with information on the relevant indicators and with further evidence to plan the implementation. Based on the baseline research and the log-frame, the project developed the M&E framework. Partners have been consulted on the M&E system and were provided with templates and forms that serve as a base for data collection. Expected Result 1: 3,000 female garment workers have developed leadership skills and networks to collectively claim their rights (through EKATA solidarity groups) Activity 1.0. Fine-tuning of solidarity group model for OIKKO Completed in the first reporting period. For the description of the OIKKO model, please refer to Annex 1 of the 1

st interim report.

Activity 1.1. Formation of women worker solidarity groups OIKKO creates space for emerging EKATA group leaders to work together and to become drivers of the grass-roots movement. These activists are empowered to advocate for labour rights, to promote the enforcement of laws, to negotiate for better working conditions, a safer and more secure working environment and finally to enhance better employer-worker relations. Throughout the year the project has been working with 50 EKATA Groups and 1500 members, from which 18 are in Gazipur and 32 in Chittagong. OIKKO is also aiming to engage motivated, high-potential EKATA members into larger networks in the framework of the so called Community Workers Associations (CWA). After completing the nine months' long process of developing EKATA groups in the third quarter of 2016, the project has formed 6 more CWAs (4 in Chittagong and 2 in Gazipur). In Dhaka 4 CWAs are already established with 1710 members as a result of CARE´s EU financed SEEMA project. Thus in this reporting period the project has been working with 10 CWAs altogether. The project team also started consultations with CWA members on how to ensure their sustainability. In the view of the members, one of the possible options is the formal registration of CWAs and to receive further external support to legitimize their operations in their communities. The overall objective of the CWAs is to work as ‘Power Houses’ or resource centres of female leadership development, which strive to empower the presence of women in decision making positions in trade unions/federations in the RMG sector in Bangladesh. Further specific objectives of CWAs are:

1. To create a sustainable leadership platform of female RMG workers for taking collective action, to claim their rights on local and national level.

2. To take collective action to solve local level challenges of RMG workers both in the workplace and in their communities.

3. To mobilize female RMG workers to join trade unions/federations and to negotiate with labour rights related stakeholders to increase their participation in leadership and decision making position.

The emerging leaders from the CWAs have received advanced leadership, advocacy and communication trainings, inputs on legal and administrative matters (e.g. how to register a trade union) and most importantly peer support from likeminded women across the network.


Steps to form CWAs by merging EKATAs: Step 1: Documenting the results of the EKATA process and sharing with members in the introductory meetings that lead to the formation of CWAs: Through a “reflection exercise” OIKKO has identified the changes happening among the female RMG workers after participating during 9 months in the EKATA groups´ sessions. The project has prepared a plan and a set of forms to collect data from EKATA members. The results were summarized in the EKATA reflection report. The findings have motivated the RMG workers to form associations, which could serve them to exercise joint actions and to build a stronger solidarity network. It also helped the project to identify future initiatives for improvement and potential corrective measure for developing CWAs (in terms of capacity building and organisational development). Step 2: Prepare a primary list of potential leaders from EKATA groups with the aim to share it among EKATA members to select their representatives for CWAs: The project has defined a set of criteria to identify potential leaders from the EKATA groups (leadership skills, willingness to work on the empowerment of RMG workers, motivation, communication skills, etc.). Based on the assessment outlined in the reflection report and based on the compiled primary selection list of leaders, the project has conducted introductory meetings with the individuals concerned. The 50 peer facilitators with the support of the project team identified some potential and high potential leaders and prepared a list of 8-15 leaders for CWA formation and functionalization. The peer facilitators were recruited by the project partner NGOs from the local communities already in the 1

st project year and

their role was to lead and facilitate the EKATA sessions. Thus they had a thorough knowledge of the participants in their groups. The selected leaders have been playing an important role in forming the CWAs. The OIKKO project has held consultative meetings with them for defining their potential roles and responsibilities in the CWAs. The project team enhanced discussions also on how the CWAs should best serve the interests of the RMG workers. Step 3: Identify the challenges of potential leaders and define way forward to address these challenges: Through several consultations in the EKATA groups, the project has identified challenges potential leaders are facing (of those individuals who are listed in the primary list) and has worked to enhance their leadership skills. The challenges identified were clustered as personal attributes, family life, social/community and workplace related. These issues are now addressed in the capacity building sessions of CWA members. Step 4: Validate the challenges in the centres: After compiling the challenges in the EKATA groups, the project shared the findings with the EKATA members for validation. This process has encouraged the potential leaders to work collectively in CWAs to achieve their goals and objectives. Step 5: Select leaders/representatives (4-6) from each EKATA for the formation and set up of the CWAs: Each of the EKATA groups has selected 4-6 leaders/representatives with help from peer facilitators and the project team following the criteria developed by OIKKO. The representatives chosen are known to the EKATA members. Altogether 8-12 EKATA groups were merged to create a CWA based on the given geographical context. Step 6: Exchange visits of representatives of EKATA: The selected representatives visited each of the EKATA centres under the catchment area of the respective CWA. The purpose of these exchanges was to get know each other and to build a professional working relationship to spread the common understanding about the purpose of CWAs. It also helped elected representatives to increase their level of confidence and to unite in their struggle departing from the community level. This will strengthen their ability towards collective bargaining and to advocate for labour rights on different levels. Step 7: Finalize the “Core Members List” and the Communication Chart: After completing the exchanges of the elected EKATA/CWA representatives, the EKATA members along with the peer facilitators have finalized the Core Members List (422 high potential leaders) for the formation of CWAs. A supervisor was also engaged in the process. After preparing the core members list a communication chart has been drafted. The communication chart contains for instance the division of the roles in the internal structures and the names/numbers of the members to be contacted by the leaders (each leader is responsible to contact 4-6 members of CWAs). As in this stage of the project the peer facilitators are no longer on board the supervisors are maintaining contact with the leaders and the leaders contact the members as per


communication list. The supervisors are affiliated and led by the partner organisations SHEVA and Agrojatra. Step 8: Conduct CWA formation meetings: After completing the steps (1-7), the CWA formation meetings have been arranged by the project. After an introduction, the members developed their organizational action plan in light of the defined goals and objectives. The OIKKO project representatives, the members of the community support groups and the local elected representatives were invited in the formation meetings. Developing a training module and guidelines for the CWA sessions: Based on the outcome of the preparatory sessions of CWAs, the project has designed the guidelines and the capacity building modules for CWA members. After these steps were concluded, the project started regular sessions in the CWAs and also their members/leaders started their journey to implement the defined action plans. The list of capacity building training sessions for the CWAs:

Session Number Topic Covered

Inaugural Session Introductory information on the Community Workers Associations (CWAs) Why a larger group is required, given that several EKATA groups were merged into the CWAs? What is the future mission and vision of CWAs and how it will serve the rights of the female RMG workers?

CWA Session 1 Introduction and development of an action plan for CWAs (containing information on how they fulfill their mission of serving the interests of female RMG workers in different contexts, and how they contribute to an umbrella CSO platform)

CWA Session 2 Selection of the leaders in the core group and plan for capacity building

CWA Session 3 Awareness on labour rights and entitlements of RMG Workers (part 1)

CWA Session 4 Awareness on labour rights and entitlements of RMG Workers (part 2)

CWA Session 5 Awareness on women rights and entitlements of RMG workers (part 1)

CWA Session 6 Awareness on women rights and entitlements of RMG workers (part 2)

CWA Session 7 Structures in RMG factories to ensure safety and rights of workers (The role of the Participatory Committee, Health Center and Welfare Officer)

CWA Session 8 Structures in RMG factories to ensure safety and rights of workers (Safety Committee and Trade Union)

CWA Session 9 Grassroots Level Advocacy (part one)

CWA Session 10 To be decided as per CWA members´ recommendations



As per the plan, the project has arranged formal sessions for the CWAs as indicated in the above table. Also 36 CWA leaders are arranging informal ones (one on one and group discussions) to implement the action plan. Members of EKATA groups and CWAs:

Solidarity Groups

Area Target Primary Selection Final Selection

Groups Members Group Member Group Member

EKATA Gazipur 18 540 18 949 18 540

Chittagong 32 960 32 1743 32 960

CWA Dhaka 4 1500 - - 4 1710

Gazipur 2 540 - - 2 540

Chittagong 4 960 - - 4 960

Number of participants of CWA Sessions (CWA Sessions in Dhaka and Gazipur):

Sl. No.

Date of the session

Area venue Number of Participants

Female Male Total

1 08/04/2016 Pirerbagh, Mirpur, Dhaka Evergreen KG 78 2 80


2 13/04/2016 Pallobi, Mirpur, Dhaka Suchona Foundation 90 2 92

3 16/04/2016 Mirpur-1, Dhaka Samota model school 57 3 60

4 19/04/2016 Tejgaon, Dhaka Sheikh Rasel Club 78 2 80









13 14/10/2016 Sardagonj, Gazipur Hakim Matabbar Public ideal School.

80 4 84

14 21/10/2016 Loxipura, Gazipur Holison Kinder Garten School.

86 4 90


60 5 65


70 6 76





67 5 72


63 5 68







36 4 40


40 3 43



72 9 81


94 5 99

Total 1994 54 2048

Please note that male participants are mostly representatives from service providers, whereas EKATA/CWA members are female. Number of participants of CWA Sessions (CWA Sessions in Chittagong):

Sl. No.

Date of the session

Area Venue Number of Participants

Female Male Total

1 20/09/2016 Halisahor NogorsasthoKendro 40 0 40

2 21/09/2016 EPZ Afser Building, New Moring.

20 0 20

3 23/09/2016 Bayezid Mohammadnogor high School

40 0 40

4 23/09/2016 Kotowali Chainar Building, Pathorghata

51 0 51

5 21/10/2016 Bayezid Mohammad Nogor high School

39 0 39

6 21/10/2016 Halisahor NogarsasthoKendro 38 0 38

7 18/11/2016 Kotowali SurjosenaGousty Club 40 0 40


8 18/10/2016 EPZ Rosni Club 19 0 19

9 23/12/2016 Kotowali SurjosenaGousty Club 42 0 42

10 23/12/2016 Bayezid Mohammad Nogor High school

34 0 34

11 13/01/2017 EPZ AktherBavon 21 0 21

12 13/01/2017 Halisahor Mohammad Nogor High School.

39 0 39

13 19/01/2017 Kotowali DurgaMondir 41 0 41

14 20/01/2017 Bayezid Mohammad Nogor High School.

41 0 41

15 17/02/2017 Halisohor nogorsasthokendro. 41 0 41

16 16/02/2017 EPZ AfserBavon 21 0 21

17 10/02/2017 Bayezid Mohammad Nogor High School.

44 0 44

18 18/02/2017 Halisahor Abulia High School 41 0 41

19 24/02/2017 Kotowali DurghaMondir 49 0 49

Total 702 0 702

Please note that in Chittagong representatives of service providers will be included into the process in year 3, thus the number of male participants will increase in the next project period. Activity 1.2. Capacity building for social analysis and knowledge on rights and gender equality Capacity development of peer facilitators and supervisors on the EKATA process: After in the first reporting period training of trainers (ToT) sessions were organised for 50 peer facilitators (18 in Gazipur and 32 in Chittagong) and 8 supervisors (4 in Gazipur and Dhaka and 4 in Chittagong), the project has arranged refresher trainings. These had the aim to deepen the knowledge and enhance skills on leading the EKATA sessions. The objective of the refresher trainings was (i) reflection on the conducted sessions in EKATA groups and (ii) skills building for holding new follow up sessions. Date and number of participants of the refresher trainings:

Date Partner Venue Number of participants

Female Male Total

28-29 April 2016

Agrajattra Skus Technical Training Centre, Katalgonj, Chittagong

35 03 38

20 May 2016 SHEVA Project Office, Gazipur. 18 6 24

17 July 2016 Agrajattra Skus Technical Training Centre, Katalgonj, Chittagon

32 04 36

29 July 2016 SHEVA Project Office, Gazipur. 18 6 24

Total 103 19 122

The refresher trainings have included participatory and interactive methods and contained the below topics:

Experience sharing from the field regarding EKATA

Introduction of new session for EKATA

Demonstration sessions conducted by peer facilitators based on the skills acquired

Feedback sessions by the project team

Administrative discussions regarding EKATA The outcomes of the refresher trainings can be summarized as follows:

Participants (PF and Supervisors) gained knowledge on new sessions.

Through sharing their experiences they learned to address difficult situations.

These sessions helped them to refresh their existing knowledge and to inspire them to move forward.

Conduct Regular sessions in EKATAs: Peer facilitators have conducted regular sessions as per guidelines in the EKATA groups. The topics of the conducted sessions in this reporting period are mentioned below:


Sl. No. List of training sessions Number of Topic per session

1 Gender, Empowerment, Rights 12

2 Leadership, Communication and Problem Solving 11

3 Health and Personal Hygiene 8

4 Psychosocial, professional and mental health 6

5 Financial Empowerment and Inclusion of Female RMG workers

5

6 CWA, Trade Union and linkage building 3

Number of targeted and conducted training days and participants in EKATA in Gazipur:

SL Area Name of EKATA center

Targeted number of training days

Delivered training days

Average attendance (share of all members participating)

1 Chandona Jamuna 56 53 61%

2 Rupsha 56 56 60%

3 Meghna 56 56 47%

4 Bimile Surjomukhi 56 57 79%

5 Shapla 56 56 83%

6 Kodomphul 56 57 77%

7 Loxipura Titash 56 56 62%

8 Korotua 56 57 60%

9 Padma 56 57 60%

10 Turag 56 57 66%

11 Kornaphuli 56 57 63%

12 Shurma 56 50 48%

13 Sardagonj Bally 56 58 73%

14 Keya 56 58 82%

15 Rojoneegandha 56 59 62%

16 Joba 56 59 56%

17 Golap 56 55 56%

18 Hasnahena 56 59 64%

Total 1008 1017 64%

Chittagong:

Sl. No

Area Name of EKATA center

Targeted number of training days

Delivered training days

Average attendance

1 Kotowali Meghla 78 78 73%

2 Nilachal 78 80 80%

3 Nilghiri 78 80 70%

4 NizumPahar 78 76 63%

5 Eco Pahar 78 77 67%

6 Sughandi 78 82 73%

7 Himchari 78 76 77%

8 Himalay 78 79 80%

9 Monchue Jai 78 84 73%

10 AlorDishari 78 81 63%

11 Drobotara 78 84 67%

12 Nilkhanto 78 85 60%


13 Bayezid Bostami PritiLata 78 80 70%

14 Jalpari 78 75 63%

15 Mukthodara 78 65 60%

16 ChaderPahar 78 62 67%

17 Agnikanna 78 81 77%

18 Phulki 78 74 73%

19 Konokchapa 78 83 70%

20 AlorMichil 78 76 67%

21 Halisahor Kokil 78 77 63%

22 Mayna 78 80 70%

23 Doyel 78 80 80%

24 Tuntuni 78 79 60%

25 Kakatua 78 79 73%

26 Bulbuli 78 67 77%

27 Pankairy 78 80 73%

28 Masranga 78 72 63%

29 EPZ Suktara 78 64 80%

30 Bonoful 78 66 63%

31 Aparajita 78 70 70%

32 Prajapoti 78 78 81%

Total 2496 2450 70%

The outcome of the sessions:

The solidarity of the female RMG workers has increased, as it was highlighted in the EKATA reflection report and by the involved peer facilitators, supervisors and support group members.

Members acquired knowledge and skills on gender equality, empowerment, rights, leadership, communication and problem solving, health and personal hygiene, psychosocial, professional and mental health related matters.

Participants were trained on financial inclusion and empowerment and embarked on a personal saving and financial plan.

The strategy to link CWAs, trade unions and the EKATA groups supported the awareness of the EKATA members on their rights and on the importance of collective actions.

As part of the gradual development strategy of the project the formation of CWAs has been launched and thus the EKATAs could be merged into the CWAs. This ensures their sustainability for the future.

Activity 1.3. Mobilization of community based support groups To ensure community support and relevant services for the female RMG workers the OIKKO project has formed 9 Community Support Groups (CSG) in the targeted localities. These support groups have 140 members (50 female and 90 male). Among the members of the CSGs there are local government representatives, legal service providers and other local leaders that help to address the issues raised by EKATA/CWA members in various social and community action programs. They support our beneficiaries by facilitating meetings with law enforcement authorities and local public authorities, by meeting with youth groups and other social institutions etc. They receive inputs for these initiatives from CWA/EKATA members who share their social and work place related problems and ask them to take necessary actions. The aim of the CSGs is to address the limited influence of the civil society regarding the rights of the workers. These CSGs are supporting them both at workplace and in their communities and are working as a bridge between workers and the civil representatives. CSGs have built up workers’ confidence to associate and to unionize their voice. CSGs are helping the target group and the field staff of OIKKO to enhance the outcome of the project and provide assistance in implementing the project activities:

By reducing and eliminating sexual harassment (eve-teasing) in public spaces to ensure safe mobility of the female RMG workers in the community.

By helping to ensure security during the work and during the sessions delivered in the communities (for both staff and the target groups).

By creating linkages between service providers and RMG workers.


By working as mentors of CWAs to implement their action plans and to enhance their leadership.

Results achieved by forming Community Support Groups (CSGs):

An enabling environment was created for female RMG workers to move safely in their communities.

Some of the CSGs are helping the CWAs to arrange meetings for their members by providing free meeting spaces.

The CSGs are able to provide support on sensitive issues, such as violence against women, prevention of early marriages, recruitment for newcomer or jobless workers. All these dimensions considerably benefit EKATA/CWA members.

As a result of setting up the CSGs, their members are motivated to help female RMG workers from their own communities and this in turn increases their social status and recognition.

CSG members are also working on compliance with labour rights. An example would be the prevention of discharging the workers from the factories unlawfully.

Community Support Group Meetings In course of the reporting period regular meetings with the community support groups were held. In total 18 meetings were organized in the targeted project areas as specified below:

SL Date Area Venue Number of Participants

Female Male Total

CSG Meeting in Dhaka and Gazipur

1 22/04/2016 Laskmipura, Gazipur Holison School 02 09 11

2 24/04/2016 Sardagonj, Gazipur Mattabarer Bagan Bari 02 09 11


4 28/10/2016 Laskmipura, Gazipur Holison School 22 08 30

5 08/11/2016 Pirerbagh, Dhaka Evergreen School 03 05 08


7 09/12/2016 Sardagonj, Gazipur Hakim Mattabor Ideal Public School

05 11 16

8 16/12/2016 Mirpur-1, Dhaka Samota Model School 02 06 08

9 11/01/2017 Laskmipura, Gazipur Holison School 11 11

Total 45 70 115

CSG Meeting in Chittagong

1 22/03/2016 EPZ,Barister college 05 10 15

2 06/5/2016 Kotowali 39 No Word Karjolay. 25 05 30

3 27/05/2016 Halisahor NagorsasthoKendro 23 07 30

4 17/06/2016 Baizid 7 No word Karjolay 27 11 38

5 10/08/2016 EPZ 39 No word CouncilorKarjolay

09 16 25

6 16/01/2017 EPZ Afser Bavon 03 12 15

7 16/01/2017 Halisahor Nogorsastokendro 04 11 15

8 11/02/2017 Baizid Mohammad Nagor High School

04 11 15

9 24/02/2017 Kotowali DurgaMondir 04 11 15

Total 104 94 198

Activity 1.4. Support, network formation and advanced training for emerging EKATA leaders Selection of the Potential and High Potential Leaders in the EKATA groups and CWAs: As per the criteria defined in year 1, the project has identified potential and high potential leaders from the EKATA community solidarity groups. 684 potential leaders (320 in Gazipur and 364 in Chittagong) have been identified and from these 422 as high potential leaders. Additional 70 high potential leaders


are working in Dhaka from the beginning of OIKKO in the framework of the established CWAs formed under the former SEEMA project. Identify the challenges for leadership and way forward to strengthen leadership skills: A total of 684 potential leaders (320 in Gazipur and 364 in Chittagong) participated in focus group discussions (FGDs) brainstorming on challenges to become established leaders and to find a way forward in addressing them. The findings from this assessment are mentioned bellow in the table. To respond to the challenges, the project and the CWAs have prepared action plans for increasing the leadership skills of the workers. Challenges and recommendations identified by the target group on leadership development:

Where Challenges Recommendations to address challenges

Personal Lack of formal education

Less confidence and poor self-esteem to lead a broader platform

Lack of patience and fear regarding personal failure

Have less time for social or community related matters as a result of involvement

Financial situation is challenging

Train female workers (those interested to become leaders) and lead them to get education in an informal way.

Empower them to gain confidence for leading community based organizations.

Increase of effective communication and negotiation practices both at community and working place level.

Design a development plan to enhance leadership skills.

Necessary to select those applicants who are aware of the need to face the challenges in courageous and hard working way.

Family RMG workers often lack support from family members to actually become leaders.

RMG workers face lack of opportunities to express opinions and thoughts in family circle, in public and on work place. There are often misconceptions and superstitions prevailing about female leadership in family, as patriarchal roles prevail.

Poor economic conditions of the families limit the engagement of RMG workers in social work.

Motivate family members via sensitive discussions.

RMG workers could be empowered to acquire learning strategies for better argumentation skills in dealing with family conflicts in peaceful way.

Recommended to embark on saving plans to potentially improve economical conditions of the families.

Implement men engagement activities in the communities for countering patriarchal social norms.

Society/ Community

Lack of social safety and awareness.

Gender discrimination prevailing.

Local administrations do not pay appropriate attention to female leaders.

Lack of general support and negative attitudes by the society/communities towards female leadership.

Female RMG workers are recommended to participate in social events to increase social awareness.

Continue regular communication and relation development with local leaders and elites.

Continue and improve relations with service providers.

Enhance community awareness about the value added of female leadership.

Make people understand about the contribution of women to national economy.

Workplace Co-workers do not support female workers to become leaders.

RMG workers fear losing jobs in the factories.

Negative mind set of male dominated management staff which does not allow potential female workers to become leaders in the factory or in their communities.

Considerable workload and missing positive environment for leadership development.

Prevailing discrimination between male

Sensitize co-workers on labour rights and entitlements by sharing knowledge gained through EKATA sessions.

Create an inclusive space by enabling a participatory process for all concerned in the workplace.

Motivate and mobilize co-workers to raise their voice for collective bargaining and for negotiation through participating in factory based instruments (such as the participation committee, trade unions etc.).

Employ effective collective negotiation and problem solving methods learned in EKATAs to solve factory


Where Challenges Recommendations to address challenges

and female workers in the workplace.

Male workers hold better positions in the factories.

Labour rights (as per law) are not implemented properly in the factories.

level challenges jointly.

Become members of Participation Committee (PC), Occupational Health and Safety (OHS) Committee or trade union if any.

National Female leadership is not valued properly on the national policy/societal level.

Lack of empowerment of female workers in the labour sector.

Lack of opportunities for female workers to go to national level.

Lack of recognition of the importance and of the need for fair salary for female workers.

There is no specific or effective plan to promote female leadership on the national level.

Create links with organizations, CSOs and networks on the local and national level.

Work to increase awareness on the importance of empowerment of women on the national level.

Participate in meetings, events and relevant conferences organized on the national level.

Work on advocacy to represent workers´ rights.

Participation of high potential leaders on events held on the national and local level: The leaders have participated in various local and national events. These participations helped them to build networks and to get familiar with public appearance and presentations. The participation of the leaders in these events is outlined in the following table:

Date Venue Name of event Number of participants

Female Male Total

31/10/16 UNO office, Gazipur Migration of women workers

2 0 2

18/12/16 Gulshan-1,Dhaka National conference on Urban Resilience

5 0 5

22/02/17 Tejgaon ,Dhaka Sharing and reflection with USA delegates on rights issue

10 0 10

Total 17 0 17

Activity 1.5. Linking EKATA networks with unions, labour activists and service providers The project has continued to build relations with a broad spectrum of actors, including unions, labour activists and service providers (public and private). Linkages with trade unions ensure support for claiming labour rights for RMG workers (See Annex 6: Case studies). Legal service providers are helping RMG workers to take legal actions. Health service providers are providing affordable services for RMG workers in the targeted areas. In this reporting period three federations have been working with the OIKKO CWAs in Gazipur, with seven in Dhaka and two in Chittagong. The aim of the project is to ensure the inclusion of the CWA leaders/members in the federations. They will work to increase the number of garment factories with union representation. The project is also trying to link more federations with the workers to expand the opportunities for them. The project has arranged meetings between the EKATA groups and legal service providers (BRAC, BNWLA and BAPSA). For details on these meetings please see below: Meetings with service providers in Gazipur:

Sl Date of Linkage Meeting

Area Venue/EKATA center

Number of Participants

Female Male Total

1 07/05/2016 Sardagonj,Gazipur Golap 26 4 30

2 07/05/2016 Sardagonj,Gazipur Rajoneegandha 28 2 30

3 07/05/2016 Sardagonj,Gazipur Joba 28 2 30

4 23/05/2016 Sardagonj,Gazipur Keya 27 3 30

5 23/05/2016 Sardagonj,Gazipur Belly 26 2 28

6 23/05/2016 Sardagonj,Gazipur Hasnahena 29 3 32

7 10/05/2016 Rowshan Road, Gazipur Meghna 23 2 25


8 22/05/2016 Rowshan Road, Gazipur Jamuna 24 2 26

9 10/05/2016 Rowshan Road, Gazipur Rupsha 22 2 24

10 02/05/2016 Bimile, Gazipur Shapla 28 2 30

11 22/05/2016 Bimile, Gazipur Surjomukhi 25 2 27

12 02/05/2016 Bimile, Gazipur Kodomphul 29 2 31

13 18/05/2016 Laskmipura, Gazipur Surma 25 2 27

14 18/05/2016 Laskmipura, Gazipur Kornophuli 24 3 27

15 04/05/2016 Laskmipura, Gazipur Padma 26 2 28

16 11/05/2016 Laskmipura, Gazipur Titash 25 2 27

17 11/05/2016 Laskmipura, Gazipur Karotoa 25 2 27

18 04/05/2016 Laskmipura, Gazipur Turagh 25 2 27

Total 489 41 530

Meetings with service providers in Chittagong:

Date Venue Number of participants

Female Male Total

05/06/16 Nogorsasthokendro ,Halisahor 16 9 25

18/06/16 34 No ward Councilor Office, Kotowali 14 18 16

25/07/16 UNDP Cluster Borma, Colony,Baizid 25 8 33

10/08/16 39 No ward Councilor office,EPZ 23 10 33

Total 78 45 123

The major result obtained from these networking meetings are the following:

EKATA members conducted a mapping of the services available in the targeted areas. The project supported the members to connect with the service providers and to build relations with them through meetings and discussions.

As a result service providers have opened services in evening hours and on days when usually their offices were closed.

The legal expert and legal service providers are providing legal services to the workers, EKATA and CWA members. The providers are most importantly the organization BLAST, BNWLA, Agrajattra, the local police stations or the ward councillors. The cases that have been dealt with are mostly divorce, conflict between neighbours, family issues between spouses, land disputes, etc. Also three of the federations helped to get unpaid salary for workers who took action.

The project has been targeting also financial service providers, in order to create access to banking services for RMG workers. These led to increased savings among them.

EKATA solidarity group members and their families are receiving health care services from the following organisations: Nagar Health Center, Urban Health Service, Smiling Sun, BRAC, BAPSA and Marie Stopes. The care provided has included general healthcare, pre and post natal services, Tuberculosis (TB), STI-STD related cases, vaccinations and other.

Participants have received services from banks (by opening accounts and establishing a saving account). Both government and non-governmental banks are helping RMG workers in this endeavour.

30 members from two EKATAs of Chittagong got a boutique training, a skill training on how to make hand designed clothes. 24 members have completed a beauty parlour training. Also candle making training took place in this month in Chittagong by members' own initiatives. This trainings are creating extra earning opportunities for our target group, and it might prove very supportive for them if they would discontinue their jobs in the RMG sector.

Expected Result 2: 600 labour rights activists (from trade unions, NGOs and CBOs) have increased capacity to exert a leadership role in outreach and within unions Activity 2.0. Selection of participating trade unions/federations/alliances/NGOs


OIKKO has selected 40 trade unions and federations to work with. The selection process required a comprehensive discussion process based on two main criteria: (i) the presence of female trade union leaders (secretary or president) and (ii) the working area of the respective union/federation/alliance in Dhaka, Chittagong and Gazipur. The OIKKO project team completed the selection in March-April 2016. (See Annex 4 for the final list). Activity 2.1. Design of training module for outreach activists To increase female RMG workers´ participation in trade unions and in related decision making roles, OIKKO has developed an outreach training module for grassroots level leaders. In June 2016 the project finalized the module with the help of an external consultant. The content of the trainings is mentioned below:

Main Content Sub-Content

1. Introduction

Participants introduction

Assessment of expectations

Sharing of objectives

Preparation of basic rules

2. Overview of RMG sector in Bangladesh

Overview of RMG sector in Bangladesh

3. Reflections on experiences of female RMG workers in Bangladesh

Situation analysis

Identifying the problems, prospects and possible solutions

4. Rights of female RMG workers

Rights of female RMG workers considering human rights declarations, ILO conventions and the Constitution of Bangladesh

Introduction into the national labour law to ensure active awareness of rights for female RMG workers in their workplace and private lives

5. Trade unions

Justification of the necessity of trade unions

Structure and formulation of procedures in the framework of trade unions

Roles and responsibility of trade union leaders

6. Outreach work and Communication skills

Concept of outreach work

Necessity of outreach work

Communication skills for outreach work

Scope of communication

Mode of communication

Skills practicing

Facilitation skills

Use of media

Mobilize RMG workers towards trade unions.

7. Training evaluation and conclusion Evaluation and closing remarks

The project training module held for the female RMG workers has been used as a base for a shorter module to conduct field level outreach/sensitization meetings in the wider targeted communities. The project provided a printed handout of the training module for the trade unions/federations. These found it very helpful to conduct field level capacity building activities for outreach workers. Activity 2.2. Developing a pool of trainers for outreach and roll out of training From the targeted trade unions/federations the project has select a pool of 30 members, who conducted sensitization meetings for outreach workers. The project team visited the trade unions/federation to assess the prevailing situation. Based on this, the project organized a training of trainers (ToT) for 30 members of a training pool (See Annex-5 for training pool members). The objective of these ToT and outreach trainings was to develop knowledge, skills and change in attitudes on workers’ rights and female participation in the trade unions (TUs). In addition, the training has the aim to increase women participation in decision making positions. Result/impact of ToT and outreach training as per below:


The training skills of TU/federation leaders have increased.

They are able to identify barriers to participation for women workers in the TUs and ways of overcoming them.

They are able to create capacity development plans for their outreach workers.

The training pool members are confident in carrying out outreach trainings for members of TUs/Federations.

Date and participants of the ToT:


Female Male Total

22-23/06/2016 KN meeting room 17 13 30

Date and participants of the training for outreach workers:


Female Male Total

14/08/2016 CBCB service centre, Dhaka 18 11 29

Roll out of the training through sensitization meetings for 360 outreach workers: OIKKO has rolled out the trainings through sensitization meetings facilitated by the training pool members. In total 21 sessions were held for 360 outreach workers (318 female and 42 male). Please note that, the target of this activity was to reach 300 outreach workers/organizers of the trade unions/federations. But according to the needs identified, the project has included more participants in the meetings. The participant numbers will increase even more after two more meetings will be held in Chittagong. Objective of the sensitization meetings was to develop the practical skills of outreach workers from the trade union/federations and to increase the participation of the female workers in their respective organizations. Result of the meetings:

1. The understanding on the necessity of the participation of the female RMG workers in the trade unions has increased.

2. The participants have identified barriers that hinder women RMG workers´ participation in the TUs and tried to find solutions to overcome these challenges.

3. They received new inputs and ideas on outreach work that has the potential to enhance their motivation to work as outreach workers of trade unions.

4. The meetings have revisited the rights of the women workers. Thus outreach workers have a pool of ideas that they can use in the communication with all other workers, which could enhance their enrolment into the trade unions/federations.

Date and participants of the sensitization meetings:

Date Place Trade union/federation name Number of participants

Female Male Total

26/08/2016 Baonia Bandh, Mirpur, Dhaka

Bangladesh Garments Sramik Mukti Andolon

13 1 14

28/08/2016 Taltola, Dhaka Federation of Garment Workers 16 0 16

03/09/2016 Chandana, Gazipur Akota Garments Sramik Federation

14 3 17

07/10/2016 Mirpur-13, Dhaka National Garments Workers Alliance Bangladesh

13 1 14

07/10/2016 Mirpur-13, Dhaka Bangladesh Garments Employees Alliance

14 0 14

07/10/2016 Turag, Gazipur Readymade Garment Workers Federation

15 3 18

10/10/2016 Topkhana road, Dhaka

Jaago Bangladesh Garments workers Federation

11 8 19

14/10/2016 Rupnagar, Mirpur, Dhaka

Jatiya Sramik Federation 21 2 23


14/10/2016 Mirpur-10, Dhaka Green Bangla Garments Workers Federation

13 5 18

24/10/2016 Farmgate, Dhaka Bangladesh Garments Workers Employees Association

15 0 15

27/10/2016 Mirpur-13, Dhaka Progressive Garments Workers Federation

18 0 18

28/10/2016 Savar, Dhaka Bangladesh progressive Garments Workers Federation

21 1 22

29/10/2016 Gulistan, Dhaka Combined Garments Workers Federation

15 2 17

29/10/2016 Mirpur-14, Dhaka Garment Dorji Sramik Kendra 17 0 17

04/11/2016 Rupnagar, Mirpur, Dhaka

Bangladesh Garments Industry Workers Federation

18 3 21

17/11/2016 Savar, Dhaka Bangladesh Garments Textile Workers Federation

11 4 15

18/11/2016 Gazipura, Gazipur Bangladesh Combined Garments Workers Federation

12 2 14

20/11/2016 Mirpur, Dhaka Bangladesh jatiyatabadi Garments Sramik Dal

13 3 16

02/12/2016 Khilkhet, Dhaka Bangladesh Janashadhin Garments Workers Federation

16 1 17

23/12/2016 Mirpur, Dhaka Sheba Garments Sramik Federation

20 1 21

30/12/2016 Mirpur, Dhaka Friend garments Sramik karmocary Federation

12 2 14

Total 318 42 360

Activity 2.3. Support to women leadership within unions and capacity building of potential women leaders A closer look to the operations of the trade unions/federations reveals that women - even if holding higher level positions (such as Vice President or Assistant Secretary General) - often lack designated decision-making powers (please refer to the SEEMA Association Study for more details). To address the situation, OIKKO is working to build the capacity of female leaders via a set of activities. In this reporting period these activities included trainings, support provided on membership of the CWA leaders in federations, involvement of the leaders in the structures in the factories and in the trade unions/federations. Selection of the female leaders from the unions/federation: In discussion with the federations and after the sensitization meetings for outreach workers, the project has finalized a list of 150 female trade union leaders (November-December 2016). During the selection the project has considered following criteria:

Active membership in a union or federation

Minimum of 3-5 years of experience

Basic knowledge on rights

Being a former or current worker in a garment factory

Have motivation to continue the work as a leader

Have aspiration to see herself in the higher position in the trade union/federation Developing training module for the female trade union leaders: In this reporting period the project has developed a training module that aims at capacity development targeting "gender, communication and presentation skills for female trade union leaders" (in November-December 2016). The overall objective of the module is to increase the ability of female leaders' to participate in decision making in the unions/federations and to improve their communication, presentation skills and understanding on gender equality issues.


The contents of the module included: Trade union and female leadership, gender and imbalance in the decision making in trade unions/federations, communication skills for the outreach work and leadership, arranging grassroots level advocacy initiatives and presenting relevant issues to the public. The training module included participatory methods and enough handouts in the related topics. Arrange training for female leaders from trade unions/federations: After finalizing the design of the training module, the project started to implement the training for the female leaders from trade unions/federations. The training has developed knowledge, change in attitudes on gender equality and communication and presentation skills. Overall the session helped to increase the women participation in trade unions and contributed to the potential of a stronger women’s leadership. Outcomes of the training:

The participants initiated own ideas on how to increase the participation of women in TUs.

Female leaders have understood the structural barriers regarding the lack of gender equality and the lack of women in significant decision making positions in the trade unions.

Communication skills were improved to motivate female RMG workers to join trade unions.

The presentation skills were also strengthened.

Date and participants of the training on “Gender, communication and presentation skills for female leaders in trade unions”:

Date Venue Number of participants (Female Leaders)

15.02.2017 Caritas, Mirpur 26

Membership of the CWA leaders in the trade union/federations: The OIKKO project aims to provide opportunities for female RMG workers to absolve an internship in the federations. Also as part of this activity, the project has built linkages between trade unions/federations and CWA/EKATA groups. Trade union/federation leaders have started to enrol CWA leaders as members of federations. Up to date, around 10% of 540 CWA members in Gazipur, and 15% of 1710 CWA members in Dhaka have got membership in the federations. As per baseline assessment only 3,1% of workers were part of some kind of organisation. The project aims to further increase the participation rate of the target group of female RMG workers. Also 7 CWA leaders started working to mobilize RMG workers. Activity 2.4. Gender sensitization for male leaders To sensitize male leaders on gender equality and to ensure that female leaders have the space to get into decision making roles, OIKKO has revised and adapted its existing gender sensitization training module to fit the context of male union leaders. As planned, OIKKO partners will organize 6 workshops for a total of 150 male leaders over the course of the project. In this reporting period, the project has arranged already 2 workshops with male leaders of trade unions/federations. Overall Objective of the workshops is to bring positive changes of male leaders' attitudes towards female leadership and their presence in decision making roles. After completing the sensitization meetings the project has communicated with TU/federation leaders for preparing a male leaders list. This list was completed based on the recommendations from the federations and based on observations of the project team. Date and participants of the workshops with male TU/federations leaders:


Male Female Total

26.01.2017 KN meeting room 26 3 29

28.02.2017 KN meeting room 23 1 24

Total 49 4 53

The content/discussion topic of the day long workshop:

Men and types of men


Characteristics of an ideal man

Character analysis in terms of gender and sex

Gender discrimination in the society, family and trade unions

Role and situation of female leaders and perspectives for development The outcome of the workshops:

Increasing positive attitude of men towards women leadership in TUs/federations.

The participants have understood the necessity of the participation of female leaders in the decision making processes of the trade unions/Federations.

They have realized the necessity of promoting gender equality in TUs. With the sensitization workshops, the project has selected members for a dialogue platform that will ensure female leaders´ space in the decision making processes in the trade unions/federations. Activity 2.5. Linkages with legal aid service providers The OIKKO project is trying to build linkages with legal service providers on the national level. But for an effective local service provision, community level institutions are needed. In Gazipur, OIKKO developed linkages with BRAC and BNWLA and in Dhaka with legal service providing federations like RGWF. In Chittagong, the project has built linkages between CWA members and local organizations/lawyers form courts and they are providing effective supports to the workers. Activity 2.6. Develop a tool for unions to calculate compensations and support compensation claims This activity is delayed, as the government is changing the legislation on social and labour policy that affects compensation claims. The OIKKO team considered it important to wait for the impact of these changes, to be able to react accordingly. The project has finalized the ToR for hiring a consultant to prepare the toolkit after discussion with prominent labour rights experts and trade union leaders. The activity will be done by April 2017. Expected Result 3: Key civil society stakeholders have developed joint positions and lobbied to promote labour rights and gender equality Activity 3.0. Engagement with civil society actors and existing platforms to ensure coordination between national and international NGOs, trade unions, human rights organizations and research institute In order to influence key civil society stakeholders that are able to develop joint positions and to lobby to promote labour rights and gender equality, the project is developing a Civil Society Platform (CSO platform). This platform will work as an advocacy group and will claim the proper implementation of the policies in the RMG sector. The outcome of this process will be the establishment of a civil society coordination mechanism that will operate as a think-tank. The coordination mechanism will have a monitoring role with regards to the adherence of the new Labour Law, it will contribute to joint publications and engage with the Government, factory owners and the media in order to raise awareness and disseminate information. As a part of the CSO platform formation process key informant interviews (KIIs) were conducted by our partner Karmojibi Nari with support from CARE (from late October to November 2016). The KII findings helped us to identify possible members of the platform. After discussion with the individuals on the list, the project has developed the Terms of References (ToR) for the platform. Once it will be established, the list can be revised and possible new members added. Activity 3.1. Joint research on minimum wage implementation versus living wage The “Study on minimum wage implementation versus living wage” is currently ongoing. The Purpose of Study is to develop a policy brief on understanding the relation between the prevailing minimum wage and the wage necessary to make a decent living. The study will be drafted following a comparative analysis of existing research and evidence and will serve to support the mission of the CSO Platform (developed under activity 3.0). Beyond that the team will disseminate its findings also in the circle of other relevant labour rights stakeholders in order to enhance advocacy with the Government of Bangladesh (GoB) and in the buyers and business community. Specific objectives of the study are the following (these objectives will be finalized after further consultation with CSO Platform members):


1. To explore the implications and conditions for introducing a living wage in the targeted sector. 2. To review the existing research and accordingly to develop a set of standard indicators related

to the promotion and compliance with the living wage. 3. To find out (i) what are the gaps and challenges for the implementation of living wage, so that

recommendations could be drafted for the main stakeholders (ii) what are the initiatives (by the GoB, employers, buyers) that already are in place and require the compliance with existing wage standards for the RMG workers.

4. To develop a road map of advocacy for labour actors/CSOs. Methodology of the study:

1. Review existing research and related methodology on living wage done by various stakeholders in Bangladesh and in Asia (most importantly in India, Sri Lanka, Cambodia etc.) in order to ensure synergies and complementarity.

2. Review the existing public policy and legal conditions in Bangladesh and in the international context.

3. Conduct focus group discussions (FGDs) with workers and labour actors and organize KIIs with key stakeholders and researchers.

4. Analyze the expenditure levels required for a decent basic living standard including housing, transportation, health, and increase in food costs and assess changes that happened after the introduction of the minimum wage.

5. Consultation with CSO platform members to finalize the study design. Activity 3.2. Publication of annual public watch report Currently the recruitment process is ongoing to hire a consultant that will draft this report. The public watch report will identify priority issues expressed by the workers in relation with the labour act. Also it will identify shortcomings of the law taking into consideration the interests of the workers. The priorities will be drafted based on information gained from women workers. Pressing issues will be escalated to the core members through the solidarity groups (or through the CWAs formed by the project) trade unions, OIKKO partners and other labour rights organizations. Purpose of the public watch report:

To identify the priority issues of the RMG workers in Bangladesh that are addressed or need to be addressed by labour act or public policies.

Identify the expectations of the RMG workers in the context of the implementation of the Labour Law.

Prepare the public watch report based on the priority issues identified (at least 10) using participatory tools.

The target audience of the report are RMG workers, trade union/federation leaders, owners and managers of factories, NGOs/organizations working on protecting workers´ rights, Government agencies/ministries, media, the buyer community and other related stakeholders working for improving/shaping the RMG sector in Bangladesh. The project will arrange dissemination sessions after completing the report. Activity 3.3. Joint advocacy events in Dhaka and Brussels As part of this activity, OIKKO has prepared a learning brief to conduct advocacy exercises. KN and CARE have participated in several advocacy events related to RMG workers´ right. The project has also organized an advocacy event in coordination with trade unions/federations to empower female leaders in their structures in March 2106. As a part of the advocacy component, the project team participated in the following national level events:

Sl Date Event Participants Brief

1 01/05/16 International Labour Day (ILD)

740 Event organized by OIKKO with members from EKATA/CWAs on ILD with the members of 18 EKATA groups and 4 CWAs in their communities. Discussed topics were targeting the significance of the ILD and why a collective workers’ movement is crucial for a peaceful socio-economic change and how to unite RMG workers to claim their labor


rights.

2 25/11-10/12/2016

16 days of activism

375 Special session on violence against women (VAW) for CWAs and CSG members.

CARE has prepared also a video documentary in January 2017, which will be an important advocacy tool for events held in Brussels and Dhaka. In this document CWA leader, factory managers, TU leaders, government officials participate and it will be a strong instrument for communicating the advocacy agenda of the project.

2.3 Logframe

The logframe was not changed.


2.4 Updated action plan

Oikko (“unity”) - United for translating rights into action NOW

Revised Activity Plan

Year Year Three Responsible Organizations

Month First Half Year of

Y-3

Second Half Year of Y-3

Activity

A 0.1 Project Registration, Recruitment, Partnership Agreements CARE, SHEVA, AGRAJATRA, KN

A 0.2 Inception Workshop, Preparation Implementation Plan CARE

A 0.3 M&E System Set up, Baseline Research CARE

ER 1: 3,000 female garment workers have developed leadership skills and networks to collectively claim their rights (through EKATA solidarity centres).

A 1.0 Fine-tuning of solidarity group model for OIKKO and orient PNGOs staff

CARE

A 1.1 Formation of women worker solidarity groups SHEVA & AGRAJATRA

A 1.2 Capacity building of EKATA Members for social analysis, knowledge on rights, gender equality

SHEVA & AGRAJATRA

A 1.3 Mobilization of community-based support groups SHEVA & AGRAJATRA

A 1.4 Support, network formation, advanced training for emerging EKATA leaders

SHEVA & AGRAJATRA &KN

A 1.5 Linkages with unions and service providers SHEVA & AGRAJATRA &KN

ER 2: 600 labour rights activists (from trade unions, NGOs, CBOs) have increased capacity to exert a leadership role in outreach and within unions

A 2.0 Selection of participating trade unions/ federations/ alliances/ NGOs

A 2.1 Design of training module for outreach activists

A 2.2 Developing a pool of trainers for outreach and roll-out of training

A 2.3 Support to women leadership within unions and capacity building(training for 120 leader; coaching & mentoring session; annual reflection session)

A 2.4 Gender sensitization for male leaders (Gender sensitize module dev.; dialogue session with female leaders)

A 2.5 Linkages with legal aid service providers SHEVA & AGRAJATRA

A 2.6 Develop a tool for unions to calculate compensation claims (termination, death, injury/accident; lay-off etc)

CARE

ER 3: Key civil society stakeholders have developed joint positions and lobbied to promote labour rights and gender equality.

A 3.0 Engagement with civil society actors(CSO Mapping, develop & activate a National Platform on RMG issue)

All Party

A 3.1 Joint research on minimum wage versus living wage CARE & Platform

A 3.2. Publication of annual public watch report


A 3.3 Joint advocacy events in Dhaka and Brussels CARE & KN

Monitoring and Evaluation

On-going project monitoring CARE

Donor reporting CARE

Evaluation CARE

3. Beneficiaries/affiliated entities and other Cooperation 3.1 Relationship between the Beneficiaries/affiliated entities of this grant contract: The project is implemented via a strong partnership between CARE, SHEVA, Agrajattra and Karmojibi Nari. Regular coordination meetings and an intensive day to day communisation takes place between the partners. Regular field visits are organised by CARE and results of learning and research exercises are shared with the partners. The project is maintaining regular communication with 40 trade unions and federations. They have supported several project activities and most importantly the EKATA solidarity group development process in Gazipur and Chittagong that was recently further transformed into the Community Workers Association (CWA) movement. Given the former engagement in Dhaka with the EKATA development in the framework of the SEEMA project, the TUs/federations support us with the CWA activities in Dhaka. Within the structure of the unions/federations a training pool with 30 members was formed. They are playing an important role to coordinate and lead outreach workers, who on their part liaise with general workers. 3.2. How would you assess the relationship between your organisation and State authorities in the Action countries? How has this relationship affected the Action? Up to date, there is a constructive relation between CARE and the government authorities regarding the implementation of the project. The NGO Bureau has completed their inquiry during the FD-4 audit after completion of first year one, which means an official approval was granted. The project conducted two consultative meetings with the Director General (DG) of Labour and Factory Inspection and with the Ministry of Labour and Employment to strengthen working relationships with high level stakeholders in the RMG sector. The commitment of DG is also reflected in the OIKKO video documentary. The project has communicated with the Deputy Commissioner (DC) Office of Gazipur, Dhaka and Chittagong, whose representative visited the project sites. These colleagues expressed their satisfaction with the quality and visibility of the project after this visits. The DC office of Gazipur provided a special segment for the OIKKO project to present the status of the work in the NGO coordination meetings. CARE is working closely with the Mayor Office of Gazipur. Our partners SHEVA, Agrajattra and KN are maintaining also a good relationship with respective government bodies. The team is also liaising with the Ministry of Women and Children Affairs and the Ministry of Labour and Employment to enhance an enabling environment for better implementation of the project and to mainstream the results. The ward councillors in the targeted areas of OIKKO are playing a vital role for the implementation of the action plans defined for the CWAs. Also, they are trying to ensure the availability of services for the target groups of the project. 3.3. Where applicable, describe your relationship with any other organisations involved in implementing the Action: Final Beneficiaries and Target groups: The project team regularly visits each EKATA solidarity group and the CWA that were formed after merging several EKATA group members. As there are no peer facilitators anymore on board to maintain regular communication with CWA members, the CWA leaders are serving as the contact points for the project team. They are working as the key facilitators of the CWA activities in the field, too. Relation with local leaders/elites: The project has built effective and good working relationships with local leaders of the targeted areas, which has been very important to implement the project effectively in the field.


Relation with service providers in the targeted areas: The project has built effective and a win-win relationship with the service providers of the working areas. The OIKKO team and the WA leaders are liaising and developing joint approaches with health, education, training and financial service providers. 3.4. Where applicable, outline any links and synergies you have developed with other actions.

OIKKO has built relations with CARE´s PEEWF project (Promoting Enabling Environment for Workers in Factories, 2015-2017) funded by Galeries Lafayettee and the EWFSAB project (Empowering Women’s financial Service Agents in Bangladesh, 2016 -2017) funded by VISA Worldwide Ltd to fine tune the capacity building modules and to build upon established relations with service providers and local elites. The project is implemented in complementarity with other urban and RMG related projects of CARE. Our partner Agrajattra enhances complementarity with the SRAMIK project that also targets the RMG sector managed by ActionAid and funded by EU. 3.5. If your organisation has received previous EU grants in view of strengthening the same

target group, in how far has this Action been able to build upon/complement the previous one(s)? (List all previous relevant EU grants).

CARE has implemented the “Solidarity and Empowerment thorough Education Motivation and Awareness” (SEEMA) Project funded by European Union. There are important benefits in following up the work in the context of OIKKO, which is a clear demonstration of our programmatic and strategic work. We are working with the SEEMA impact groups in Dhaka, specifically with the CWA members (40-45%), who were previously part of SEEMA's Community Based Workers Associations, too. Based on the experiences gathered in SEEMA, the EKATA process and the capacity development sessions have been adjusted to enhance the impact of our action. Also nine trade unions/federations are working with OIKKO that have worked formerly with us also under SEEMA. OIKKO is working to deepen and strengthen the linkages and networks established under the SEEMA project.

4. Visibility

OIKKO is following the EU and ADA visibility guidelines and the OIKKO visibility plan to ensure the visibility of the European Union and of the Austrian Development Agency in the field. Each of the project documents has the appropriate logo and an indication on the donors. In all events organised the funding institutions are highlighted. During the planning meeting, the meetings with TUs/Federations, EKATA sessions, CWA sessions, workshops, trainings, DC office meetings, the project staff has explicitly mentioned the name of the donors.

Name of the contact person for the Action

Name of the contact person for the Action: Julia Weber Signature: Location: Vienna Date report due: 30.04.2017 Date report sent: 28.04.2017


List of Annexes Annex 1- OIKKO Baseline study report Annex 2 - Revised M&E plan Annex 3 - EKATA Process and Reflection from OIKKO Project Annex 4 - OIKKO Trade Unions - Federations List Annex 5 – OIKKO Training Pool for Outreach Activities List Annex 6 - Case Studies

oikko (unity) - united for translating rights into action now! · final narrative report for year...

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